Take the guesswork out of hiring sales people

Sample Non-Sales Report

Mouse over each section or, for mobile users, tap each section of the sample report for a detailed description on that section.

At the top of every report is the Suitability Rating. Think of the Suitability Rating as a “green light/red light” or “proceed with caution”. The Suitability Rating is an overall score that tells you how close the applicant matches your specific requirements for this position-your “Target Profiles”. Our service includes an analysis of the position to identify the characteristics necessary for success, which are used to create your Target Profiles.

Applicant Name: John Applicant

Company: Your Company

Test Date: 9/5/2016 12:38:38 PM

Recruiter: Your Name

Job Name: Management

Recruiter Code: XY1234

Suitability Rating: Fair (40 - 59%)

Job Code: XY5431E002

Brief Description

This part of the report is broken into 5 short subsections: Brief Description, Most Suitable Positions, Least Suitable Positions, Strengths and Weaknesses. Viewed as a whole one can think of this section of the report as the “Executive Summary”. Armed with the information in this section and with the Suitability Rating you will have a very clear picture of the applicant and a very good idea as to how well the person matches your requirements.

Least Suitable Positions

Strengths

Weaknesses

May be too direct, too detailed at times, can be too controlling, prone to over planning.

Personality Traits

This section of the report provides a rating on the individual Trait Drives that our test measures. Think of these individual Trait Drives as the “building blocks” that in combination form the job applicant's selling style. Each of the Trait Drives is presented in a manner that enables you to quickly see where they are on that particular scale. On each scale, 0 is low and 10 is high. For easy viewing, the applicant's score on each scale is both numerically and graphically presented. In addition, under each scale a one or two line explanation is given as to what the applicant's score on that scale actually means.

Assertiveness

0

8.5

10

Very assertive, take-charge, risk-taker, big ego, very competitive, strong need to win, very incentive oriented, very entrepreneurial, outspoken, very results and goal oriented.

Sociability

0

2.5

10

Introverted, task oriented, skeptical, very technically oriented, very analytical, quite shy with new contacts, could be too direct, to the point, formal and factual communicator.

Patience

Dependence

Very structured, a fear of failure, prefers rules/procedures/guidelines, needs to be 'right', security oriented, risk averse.

Emotional Control

0

8.5

10

Very logical and very disciplined. Analytical. Conservative but well thought out decisions. Can be prone to analysis-paralysis, procrastination.

Stamina

0

6

10

This person has an above average energy capacity, which means that he/she is capable of investing normal hours, and if he/she decides to do so, extra hours in his/her work without difficulty.

Work Tendencies

This section of the report rates the applicant on key activities such as communication, need for direction, attention to detail and multi-tasking. As in the previous section each of the Work Tendencies is presented in a manner that enables you to quickly see where they are on that particular scale. On each scale, 0 is low and 10 is high. For easy viewing, the applicant's score on each scale is both numerically graphically presented. In addition, under each scale a one or two line explanation is given as to what the applicant's score on that scale actually means.

Communication with Others

0

2

10

Authoritative. Direct, specific and to the point. Factual and possibly brusque.

Organization/Attention to Detail

Multi-Tasking

Will thrive and be highly motivated by a fast-paced working environment.

Response to incentives/commissions

0

8.5

10

Will respond well to incentives/commissions-very incentive oriented.

Sense of Urgency

0

8

10

Has a sense of urgency. Deadline and time-oriented, but prone to procrastination.

Need for Direction

0

3.5

10

Need for direction is low. Self motivated but likes the structure of procedures and guidelines initially.

Response to incentives

0

7.5

10

Will respond well to incentives/commissions; is incentive oriented but also prefers some guarantees.

Turnover Propensity

0

2

10

Not prone to job turnover (job-hopping).

Detailed Description

This section is a narrative based description of the applicant's style. While rating scales are very helpful in understanding the applicant's strengths and weaknesses they can at times be a little too cut and dried in their delivery. The narrative of the applicant's style has the flexibility of explaining the applicant more thoroughly and perhaps making mention of factors that might compensate for weaknesses or red flags in the person's style.

This is a highly assertive, results-oriented and perfectionistic individual. He/she is motivated by a strong need to achieve and also a fear of failing. He/she tends to be calculating and analytical in his/her approach to commitments. He/she will set demanding goals and will push him/herself and others hard to reach these goals. He/she will focus heavily on details and will tend to work well with numbers, facts or technical matters, but he/she will be de motivated by routine and repetition. He/she will get to know his/her work very thoroughly. When communicating, he/she may be blunt or very direct and will be exact and precise, tending to spell out in detail his/her requirements. Skeptical of others, he/she will prefer to rely on his/her own judgment and will have difficulty delegating. He/she may be extremely work oriented. This person has an above average energy capacity, which means that he/she is capable of investing normal hours, and if he/she decides to do so, extra hours in his/her work without difficulty. In regards to his/her decision making style, he/she is a highly logical and is a very disciplined thinker, tending to emphasize his/her analytical and detail oriented style. The result being his/her decisions will be very well researched and calculated, but will usually be quite conservative. While he/she is concerned about the timeliness of his/her decisions he/she can be prone to over analysis tothe point of procrastination. While he/she may over analyze, once a decision has been made he/she will stick with that decision in a very disciplined manner. In order to motivate and manage this individual, give him/her considerable authority and responsibility but provide parameters and guidelines. If these parameters and guidelines do not exist he/she will tend to create them. Put him/her in positions that are very busy and need the ability to 'multi-task' and which have both a bottom-line orientation and attention to detail. Communicate with this individual in a style that uses facts, figures, specifics and perhaps in a more formal manner such as written methods of communication.

Pre-Hire

The Pre-Hire section is focused on specific red/flags and potential problems that you should bring up in your interviews and reference checks. By using this section you can be a better interviewer by zeroing in on specific aspects of the person that can only be uncovered by our test.

(Interview areas, reference check areas, red flags/potential problems):
Address his/her tendency to over analyze when making decisions. If the position is people oriented in nature, address this in the areas of communication style and delegating. If the position is routine in nature, discuss this. He/she could be extremely work oriented, address this.

Post-Hire

The Post-Hire section is focused on specific things to be aware of should you move forward and hire this applicant: how to manage and motivate the person, areas to train and areas for development. By using the information in this section with a new employee you can get the person up and running very quickly because you understand how to work with them from their very first day.

(Areas to train, areas to develop, how to manage and motivate):
If the position is 'people-oriented' in nature, provide training in the areas of communication and perhaps delegating. He may be prone to over analysis resulting in procrastination, so be aware of this. Make the position fast-paced and structured but let him/her work independently. Give him/her authority and responsibility. Be aware that he/she may spend too much time on the planning and details.

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